Five Things You Should Know About Recruiters

Do you know how many top employers use recruitment agencies to find top talent? According to Frontline Source Group findings, around 90% companies use professional recruiters to fulfill their staffing requirements. But, with so many professional recruiters in your city, it can be tough to select the right recruiter. Hence, we are going to share with you a few things about recruiters that can act as a guideline and make your choice easier.

1) Know Their Background

Every recruiter you meet may say they are number one recruitment agency. However, the claims may be far from the truth. When looking for recruiters in San Francisco, Los Angeles, Chicago, New York or anywhere in the US, you should find out how long they have been recruiting talent. If the recruitment agency is new, they might not have the required experience or better network required to find top talent.

Ask the recruiters how many years they have been in the business. Ask information about their clients and recent recruitment drives for other companies. A good recruitment agency will happily share information about their clients, success rate and experience about recent recruitment drives for other clients.

2) Is the Recruiter a Generalist or Specialist?

If you are engaging third-party recruiters, the question is which one will work best for you- a generalist or a specialist. A generalist recruiter hires for a wide range of industries and myriad of job positions. They are generally big recruitment agencies with big talent pools as they serve several industries.

A specialist recruiter hires for specific industry or sub-sector and focuses on specific job functions and typically hires for higher positions with their niche. If you are looking to hire for job positions with transferable skills, then a generalist recruiter might be a good option as they can provide you with a large number of applicants for every job position.

If you are looking to hire for job positions with less transferable skills like marketing, legal, accounting, manufacturing, healthcare, graphic design and architecture, work with a specialist recruiter. The primary difference of working with a generalist or specialist recruiter is the quantity and quality of candidates referred.

3) Does the Recruitment Agency Have a Proven Track Record?

It is easy to claim to be the best, but only a good recruitment agency will have a long list of satisfied clients and solid reputation in the industry. The recruiters should be able to provide examples of successful placements in the industry they specialize in. It shouldn’t be hard to get this information because if the agency has a successful track record they would be happy to share their success stories with you.

Another way to check their expertise is asking them questions related to industry terminology and different skills required for different job functions. If they have several years of experience they would be able to answer with authority to questions related to the industry they serve.

4) What Are the Candidates Sourcing Methods?

Anyone can recruit candidates through online job boards. The recruiters should be able to share the exact sources they plan to use to get suitable candidates. Many recruitment agencies have their own talent pools that have information about active candidates.

A good recruiter will not stop at candidates available in their talent pool when hunting for suitable candidates. The agency will go the extra mile to tap their networks and also search for passive candidates who are more suitable for the job.

A large number of companies prefer passive candidates for several reasons. The reason is since they are employed, they are more likely to have updated skills and are more suitable for the job.

5) How Much Should Recruitment Cost?

Hiring third-party recruiters generally save money and time for the company. But, there are exceptions hence you need to ask about the recruiter’s fee structure before signing the contract. There is no industry standard on the recruitment charges and most recruiters set their own rates.

Some recruiters in Los Angeles, San Francisco, Chicago, New York or anywhere in the US, will ask a portion of fees upfront while some charge a fixed fee for the recruited candidates. Some recruiters also charge a fee based on a percentage of the salary of the new hire. No matter whatever the costs are, ensure both parties have understood and agreed to fee structure prion entering an agreement. If they are charging per hour and for their expertise, ask the estimated amount of time required to complete the recruitment process.

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